How do Generational Differences in the Workplace Affect Your Company Culture?
Utilize Generational Differences in the Workplace to Build a Strong Team
Looking at the differences that truly separate generations is something that comes with as much art as it does science. Stereotypes befitting a specific generation don’t always fit everyone from that demographic. In fact, some Baby Boomers can attest to having predilections more in line with a Gen Xer. However, there are generational differences in the workplace that can cause some unique relationships.
The majority of articles you read today regarding generational difference focus mainly on Millennials. It’s only natural – they’re the newest up-and-comers to hit the job market in force – and workplaces are still learning how to adapt to their habits. But, are they really that unique from their colleagues belonging to other subsets?
A recent study by Rasmussen College found that while there is speculation about what each new generation will hold for the workplace, Millennials are unique in the fact that a majority of them would prefer to quit their current job and work for themselves. Simply put, they grew up as Google, Amazon and Facebook became mega-giants, and they are inspired to create something of their own.
This separates them from older generations who have made it their goal to stick with their employer and strive to attain a better place in life while working under a company umbrella. However, an entire generation can’t abandon the traditional workforce and pave a path of its own – it just isn’t feasible. So, the question becomes, “what can employers do to attract these people to their company?” This question also applies to more than a single generation.
Most job seekers are doing their homework before they apply for a position. They want to learn about the company culture and see if it’s a good fit. They will peruse the company’s social media outreach, looking at job descriptions and scouring through LinkedIn pages. The companies that are able to display the best of their brand in a way that is easily researched have about a 50 percent lower cost per hire, according to LinkedIn. They also have about 28 percent higher retention.
While Millennials want to blaze a trail of their own in an entrepreneurial sense, they also have something in common with generations older and younger. Professionals yearn for freedom in their work. They want the ability to work from home when needed. They want this freedom of flexibility and for their company to trust them outside of the traditional workplace setup.
Another question employers need to ask is, if they are already putting their brand in plain view of job seekers who should be able to ascertain if it’s a good fit, how do the employers know the prospect is a good fit? Increasingly, the answer is to rely on something more than an application, a resume and an interview. A more incisive look into what makes an employee truly tick is what is required.
At PI Consulting Group, we’ve developed a method that provides the insights into the wants and needs of your current and future employees, which lets you know how they fit and where they fit in your organization. It also helps with identifying future leaders, and can prevent hiring a prospect that will not fill a productive role in your organization. Contact us today and let’s talk about our methods and how they’ve worked for others.